Progression in Leadership Thought

Running head: PROGRESSION IN LEADERSHIP THOUGHT
PROGRESSION IN LEADERSHIP THOUGHT
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Author Note

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Annotated Bibliography and Outline
Berger, J. B. (2014). Leadership: A concise conceptual overview (Paper 18). Amherst, MA:
Center for International Education Faculty Publications.
Leadership: A concise Conceptual Interview
In this paper Sir Joseph B. Berger has discussed about the importance of various types of
leadership styles, he has also designed an academy to prepare the members as well as
administrators who are working in community colleges in order to become better leaders in the
future. Achievement oriented leadership style is deeply focused in the achievements of the
organization. Here the behavior of the leader is given the first priority rather than the task
production in an organization.
Individual Leadership is mainly the ability to crystallize one’s own thinking and to
establish a specific direction and destination for one’s own life. The author mainly talks about
the choice, courage as well as the commitment to move in the correct way in order to become
and accomplish what one visualizes for the future career. Behavioral Leadership is used to
identify one’s own traits and skills . In a research of Ohio States and Michigan studies, it has
been seen that leaders have to identify the their own behavioral skills which are involved with
the production of the organization. Contingent theories are built in order to understand how a

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task structure and interpersonal relationships impact the leadership styles and impact the
achievement of the organizational goals (Berger, 2014).
The Transactional Leadership Style mainly focuses on the individual leader, it mainly
emphasizes on understanding how the relationship occurs between the leaders and followers.
The inclusive leadership are very much people oriented who are great listeners, they are able to
tap into the talents and motivate the team in order to achieve the organizational goals. Inclusive
leaders are mostly patient, understanding and are interested in listening to the problems which
are faced by the team members. Feminist leadership is not only about the women who are
playing the leadership roles in various kinds of organizations (Appelbaum, MacDonald, and
Nguyen-Quang, 2015).
Antonakis, J., Fenley, M., & Liechti, S. (2011). Can charisma be taught? Tests of two
interventions. Academy of Management Learning & Education, 10(3), 374-396.
Can Charisma be taught ? Test of two interventions.
The aim of the research paper was to test whether the author can teach the individual how
to be charismatic and what were the changes in charisma affected in the leadership outcomes.
Two studies were conducted in order to teach the participants from different background that
how to be charismatic. In Study 1 there was a mixed field design experiment which was
conducted by John Antonakis on randomly assigned 34 middle level managers. They were given
tasks to perform and speak in their favorable language. After the procedure they were given a
preferred rating based on that. Three months later the middle level managers were again
reassessed using the co-workers rating. It was found out that had made an improvement in their

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work and leadership styles. In the Study 2 a laboratory experiment was conducted where a video
tape was recorded on 41 MBA participants of the research who gave a speech on a topic. They
were then taught about how to be charismatic in their delivery of speech. They were again
reassessed after 6 weeks. The outcome of the research was they really behaved better in the
second analysis and delivered a good speech (Antonakis, Fenley and Liechti, 2011).
Cavazotte, F., Moreno, V., & Hickmann, M. (2012). Effects of leader intelligence, personality
and emotional intelligence on transformational leadership and managerial performance. The
Leadership Quarterly,23(3),443-455. doi:10.1016/j.leaqua.2011.10.003
Effects of leader intelligence, personality and emotional intelligence on transformational
leadership and managerial performance
This paper will be investigating the effect of emotional intelligences on effective
performance of the leaders in managing the organization’s work unit. The relationship between
individual difference and work performance is examined in the paper.
A research study was conducted by Flavia Cavazotte, Valter Moreno and Mateus
Hickman which investigates the effect of intelligence, personal trait and emotional intelligence in
transforming the leadership and effective performance of the leaders in an organization. The
study is conducted in order to examine the impacts of intelligence on transformational
leadership. Formal data was collected from134 middle level manager of a company situated in
Brazil, which operate in an energy sector (Cavazotte, Moreno, and Hickmann, 2012). The main
objective of the research was to find out whether leadership effectiveness as discussed by the
achievements of the organizational outcomes. A negative effect of the neuroticism on the